The fourth annual Conference “Russia’s Personnel Management. The Role of Personnel Agencies in Handling Organizational Changes” was held in Moscow on December 8-9. The Head of Gazprom’s Personnel Management Department, Boris Kuzmin, attended the Conference and made a report on Gazprom’s staff policy. B. Kuzmin pointed out that Gazprom’s sustainable development depends on the effectiveness of labor motivation system; efficient staffing strategy; permanent training, development and social protection of employees; improvement in insurance, retirement and health care systems; provision of reasonable benefits and privileges to the personnel.
Mr. Kuzmin listed the main qualities the Company’s employee should possess to enable the Company to successfully fulfill its business strategy and achieve its strategic goals: high qualification; result-oriented and innovation-based thinking; ability for prompt training; initiativeness; adherence to the corporate values.
Gazprom’s needs in high-quality workforce are mainly satisfied through staff training, employees’ qualification and competency raising, and personnel re-training for efficient work in new spheres of operation. Staff training is conducted within the rapidly developing system of continuous corporate training. The training program is funded based on the Company’s development strategy, subsidiaries’ business-plans and the gas industry development prospects.
B. Kuzmin stressed that Gazprom’s administration and subsidiaries’ top managers paid special attention to young specialists’ training. The main objective of the young reserve training is to grow a new type of managers possessing perfect knowledge necessary for successful and efficient work in a market economy. Another objective is to retain the adherence to the best traditions of training the managers for the domestic gas industry. In order to achieve these goals, Gazprom established “The School of Managerial Staff Training”.
“Gazprom’s strategic goal in the staff policy is to create the personnel management system based on economic incentives and social guarantees oriented at unification of the employer and employee’s interests. This was reflected in the Program for Raising Social Prestige of Work in Gazprom” elaborated and approved by the Management Committee in August 2003”, said Boris Kuzmin in conclusion.
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